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Part of the salary negotiation process involves arming yourself with knowledge. You, as the employer, want to make an offer that is fair to the skill level of the employee, but you also want to make sure that you’re spending as little as possible.

If you give a number, and the applicant comes back with another number, you need to know how fair that second number is before you counter, because if this is the employee you want, then you want to make sure you offer them a number that won’t cause them to walk away (now or in the future), but also isn’t more than you should be paying for someone of their calibre.

Learn the Salary Sweet Spot

Great applicants arm themselves with knowledge to address the salary negotiation process. They are going to do their research before they talk to you about salary. You should too because you need to know if you’re going to be able to offer them the right amount, when you may need to sell them on your other perks/benefits, and when you should walk away.

For that, you’ll want to look at salary websites – websites that give average salaries for the industry. While these should not be seen as gospel, and may not take into account all of the other reasons to work for your company or other factors that go into salary, they do provide you with a great starting point for your negotiations:

You may also want to do searches that are specifically related to competitors. Find out what your competitors are paying, so that you know how much you need to offer to keep this employee in your company, rather than lose them to the other.

Salary Isn’t Everything

Salary is only one part of negotiation. You can also negotiate vacation days, sick days, family care. You can also use your perks and benefits as a way to offset any salary issues. The websites above are also only estimates. You’ll still want to value the employee yourself by gauging how much they bring in and determining how much you can pay to get a strong ROI.

But arming yourself with knowledge before you negotiate is important, and the above websites will give you some assistance in the negotiation process.

http://recruitshop.com.au/wp-content/uploads/2013/04/logo_web_lrg_01.png00Saxon Marsden-Hugginshttp://recruitshop.com.au/wp-content/uploads/2013/04/logo_web_lrg_01.pngSaxon Marsden-Huggins2017-12-04 10:10:432017-10-17 17:17:085 Great Websites for Determining Average Salary for the Job/Industry

As part of your recruitment process, you will want to consider following up with everyone that applies to your organisation. You never know who may be your next great contributor, or who may know someone that will be. It’s important to make sure that you follow up with each person that applied quickly, even if it’s simply a kind rejection letter.

Below, you’ll find an example of the type of email that you can write to follow up with a candidate when they are no longer in the running for the position:

Dear {{Name}},

Thank you again for sending in your application for the {{Job}} with {{Company}}. We know you have a choice in employers, and we’re so thankful that you were willing to take the time to {send in your application/attend the interview].

One of the challenges we have as employers is that we can only hire one person, even when we receive hundreds of great applicants. At this time, we have decided to move forward with other candidates. But we don’t want you to feel as though doing so reflects in any way on you or your abilities.

We encourage you to keep an eye out on our website for other positions that may meet your needs. We’ve also added you to our database, and will give you a call if we feel a job has opened that matches your abilities. If you would like to send an updated resume in the future, please feel free and email us back at any time at this email address and we’ll update it in our database.

We really do appreciate your interest, and we hope that a match opens up in the future.

Thank you again,

{{Name of HR Staff}}

There are also many ways to edit this type of email to support your recruitment process. For example, if you currently have a job newsletter that you’d like them to sign up for, you can link to it in the email. If you are planning to offer feedback to anyone that asks for it, you can mention that as well. If you have other jobs you think they’d already be a good fit for, you can mention them in the email.

No matter what type of follow up you decide to have, it’s important to consider following up with everyone that applies in some way, and to do so quick enough that they are not waiting for weeks without hearing back. This small amount of extra effort can help to take your recruitment to the next level.

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Part of the salary negotiation process involves arming yourself with knowledge. You, as the employer, want to make an offer that is fair to the skill level of the employee, but you also want to make sure that you’re spending as little as possible. If you give a number, and the applicant comes back with […]

As part of your recruitment process, you will want to consider following up with everyone that applies to your organisation. You never know who may be your next great contributor, or who may know someone that will be. It’s important to make sure that you follow up with each person that applied quickly, even if […]

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